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Tag: Workplace Wellness

  • The CEOs of Apple, Airbnb, and PepsiCo agree on one thing: life as a business leader is incredibly lonely | Fortune

    Being CEO has its many perks: Business leaders get to command the world’s most powerful companies, shape their legacies as pioneers of industry, and enjoy hefty billion-dollar paychecks. But in the steep climb up the corporate ladder, many won’t notice all the peers left behind until they’re looking down from the very top. It can be a lonely, solitary job.

    Leaders at some of the world’s largest companies—from Airbnb and UPS to PepsiCo and Apple—are finally opening up about the mental toll that comes with the job. As it turns out, many industry trailblazers are grappling with intense loneliness; at least 40% of executives are thinking of leaving their job, mainly because they’re lacking energy and feel alone in handling daily challenges, according to a Harvard Medical School professor. And the number could even be higher: About 70% of C-suite leaders “are seriously considering quitting for a job that better supports their well-being,” according to a 2022 Deloitte study. 

    To ward off feelings of isolation, founders and top executives are stepping outside of the office to focus on improving their well-being. Toms founder Blake Mycoskie struggled with depression and loneliness after scaling his once-small shoe business into a billion-dollar behemoth. Feeling disconnected from his life’s purpose and that his “reason for being now felt like a job,” he went on a three-day men’s retreat to work on his mental health. And Seth Berkowitz, the founder and CEO of $350 million dessert giant Insomnia Cookies, cautions bright-eyed entrepreneurs the gig “is not really for everyone.” 

    “It can be lonely; it’s a solitary life. It really is,” Berkowitz recently told Fortune.

    Brian Chesky, cofounder and CEO of Airbnb

    Eugene Gologursky / Stringer / Getty Images

    Airbnb’s cofounder and CEO Brian Chesky is one the most outspoken leaders in the business world waving the red flag on loneliness. Chesky described having a lonely childhood, pulled between his love for creative design and sports, never really fitting in. But his mental health took a turn for the worse once assuming the throne as Airbnb’s CEO. His other two cofounders—who he called his “family,” spending all their waking hours working, exercising, and hanging out together—were suddenly out of view from the peak of the C-suite. 

    “As I became a CEO I started leading from the front, at the top of the mountain, but then the higher you get to the peak, the fewer the people there are with you,” Chesky told Jay Shetty during an episode of the On Purpose podcast last year. “No one ever told me how lonely you would get, and I wasn’t prepared for that.”

    Chesky recommends budding leaders actually share their power, so no one shoulders the mental burden of entrepreneurship alone. 

    “I think that ultimately, today, we’re probably living in one of the loneliest times in human history,” Chesky said. “If people were as lonely in yesteryear as they are today, they’d probably perish, because you just couldn’t survive without your tribe.”

    Indra Nooyi, former CEO of PepsiCo

    Jemal Countess / Stringer / Getty Images

    Leaders at Fortune 500 giant PepsiCo face constant pressure from consumers, investors, board members, and their own employees. But it’s also tough to vent to peers who may not relate to—or even understand—the trials and tribulations of running a $209 billion company. Indra Nooyi, the business’ former CEO, said she often felt isolated with no one to confide in.

    “You can’t really talk to your spouse all the time. You can’t talk to your friends because it’s confidential stuff about the company. You can’t talk to your board because they are your bosses. You can’t talk to people who work for you because they work for you,” Nooyi told Kellogg Insight, the research magazine for Northwestern’s Kellogg School of Management, earlier this year. “And so it puts you in a fairly lonely position.”

    Instead of divulging to a trusted friend or anonymously airing out her frustrations on Reddit, Nooyi looked inward. She was the only person she could trust, even if that meant embracing the isolation. 

    “I would talk to myself. I would go look at myself in a mirror. I would talk to myself. I would rage at myself. I would shed a few tears, then put on some lipstick and come out,” Nooyi said. “That was my go-to because all people need an outlet. And you have to be very careful who your outlet is because you never want them to use it against you at any point.”

    Carol Tomé, CEO of UPS

    Kevin Dietsch / Staff / Getty Images

    Before Carol Tomé stepped into the role of the CEO of UPS, she was warned the top job goes hand-in-hand with loneliness. The word of caution didn’t phase her—at least, not at first. But things changed when she actually took the helm of the $75 billion shipping company. 

    “I would say, ‘How lonely can it really be? It can’t be that lonely?’ What I’ve since learned is that it is extraordinarily lonely,” Tomé told Fortune last year. 

    “When you are a member of an executive team, you hang together…Now, my executive team will wait for me to leave a meeting so that they can debrief together. It’s the reality and you have to get used to it. But it is super lonely.”

    Tim Cook, CEO of Apple

    NurPhoto / Contributor / Getty Images

    Apple CEO Tim Cook isn’t immune to the loneliness that often comes with the corner office. More than 14 years into his tenure, he’s acknowledged his missteps, which he called “blind spots,” that have the potential to affect thousands of workers across the company if left unchecked. Cook said it’s important for leaders to get out of their own heads and surround themselves with bright people who bring out the best in them. 

    “It’s sort of a lonely job,” Cook told The Washington Post in 2016. “The adage that it’s lonely—the CEO job is lonely—is accurate in a lot of ways. I’m not looking for any sympathy.”

    Seth Berkowitz, founder and CEO of Insomnia Cookies

    Courtesy of Insomnia Cookies

    Entrepreneurship can be a deeply fulfilling and rewarding journey: an opportunity to trade a nine-to-five job for a multimillion-dollar fortune, if all the right conditions are met. And while Insomnia Cookies’ Seth Berkowitz loves being a CEO and all the responsibilities that come with it, he cautioned young hopefuls about the weight of the career. He, like Cook, advises aspiring founders to counter loneliness with genuine, meaningful connections.

    “It can be lonely; it’s a solitary life. It really is. [During] the harder times, it’s very solitary—finding camaraderie, mentorship, some sense of community, it’s really important,” Berkowitz recently told Fortune. “Because I go so deep, it’s sometimes hard to find others and let them in.”

    Emma Burleigh

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  • Why Steve Aoki is Backing Brain-Boosting Gum Brand | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    For the world’s busiest DJ, staying energized is essential. That’s why Grammy-nominated artist Steve Aoki partnered with Neuro, a functional gum and mints company founded in 2015 that helps boost energy, focus, calm and even sleep.

    For Aoki, Neuro has been a game-changer, offering a more natural alternative to endless shots of espresso.

    “It’s about being mindful of staying healthy while still maximizing my output, especially when I’m in my creative zone,” Aoki tells Entrepreneur. “You want to bring high energy so you can create high impact in whatever you do. If you’re moving through the day like a zombie, just giving the bare minimum, it’s embarrassing when you look back on it.”

    He continues, “Nobody wants to give a weak interview, a half-hearted answer or put out a song they didn’t fully commit to. You have to give 1000%. That’s why I believe the highest quality of life is tied to your energy level.”

    Related: How This Grammy-Nominated DJ and Entrepreneur Draws Inspiration from Every Day Life

    Potential in a plastic bag

    Aoki first met the Neuro founders nearly a decade before he started working with them.

    “I still remember when they came into the office and presented this caffeine gum to me”, he recalls. “They brought it in a plain plastic bag — no branding, no packaging. Just, ‘here’s this stuff that works.’

    He laughs. “You look at it and think, what is this, some kind of drug?“

    Luckily for Neuro, Aoki loved it.

    “It’s more exciting for me to see indie startups with brilliant ideas than something incubated by a big company with a huge team behind it,” he shares. ” I’d rather see two guys in their college dorm saying, ‘Hey, this is a great idea that could really help people or become something a lot of people will actually use.’”

    Still, the shrewd DJ wasn’t ready to commit right away. He and his team took their time with due diligence while keeping a friendly relationship with the founders.

    “It’s important for me to see that this works before I get involved,” Aoki explains.

    For Neuro, working means giving consumers the caffeine boost they need without triggering their anxiety — or their bladders.

    “I’m a big coffee drinker, and I love energy drinks,” Aoki admits. “But you can’t be pounding beverages all the time.”

    Neuro products, on the other hand, are designed for consistent use throughout the day and are formulated to mitigate side effects while providing a crucial boost.

    “Over the years, it’s become one of my staples,” Aoki professes. “I always have it in my pocket or backpack. If I’m doing a long set, it’s right there with my earplugs. After a couple of hours, if I start to feel tired, I just pop a piece, and I get that little boost I need.”

    Related: Elon Musk Lost His World’s Richest Title, But Only for a Few Hours. Here’s Who Took His Spot.

    Every drop needs a story

    Steve Aoki has never been the type to just slap his name on something and walk away. He throws himself into every project, obsessing over the details until it feels true to him. He had a hand in everything with Neuro. He helped pick out flavors, shape the vibe of the brand and even found a way to work in one of his personal passions, HiROQUEST, the trading card project he’s been building.

    Instead of a standard product launch, Aoki wanted it to feel like an experience. That’s why certain Neuro releases come with collectible cards, turning an everyday item into something fans can get excited about.

    “I’m a card guy,” Aoki says. “I love ripping open packs, chasing the rare hit. I wanted to bring that same feeling to something you’d never expect — like a tin of Neuro mints.”

    By adding in HiROQUEST, Aoki boosts awareness for his own brand and adds an experiential layer to the Neuro collaboration. This has long been central to his success.

    “I’m always thinking about how we can create a better, more unique experience,” Aoki says. “Something that gets people excited for the next drop or the next collaboration, and helps build the story within the world we’re creating. That’s why I love caking people. Whether you’re the one getting cake in your face or watching it happen, you’ll never forget that moment.”

    For the world’s busiest DJ, staying energized is essential. That’s why Grammy-nominated artist Steve Aoki partnered with Neuro, a functional gum and mints company founded in 2015 that helps boost energy, focus, calm and even sleep.

    For Aoki, Neuro has been a game-changer, offering a more natural alternative to endless shots of espresso.

    “It’s about being mindful of staying healthy while still maximizing my output, especially when I’m in my creative zone,” Aoki tells Entrepreneur. “You want to bring high energy so you can create high impact in whatever you do. If you’re moving through the day like a zombie, just giving the bare minimum, it’s embarrassing when you look back on it.”

    The rest of this article is locked.

    Join Entrepreneur+ today for access.

    Leo Zevin

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  • Gen Z are eyeing up ‘secure’ healthcare jobs to AI-proof their careers, but be warned: chiropractors, doctors and paramedics are the unhappiest workers

    Tech leaders have consistently warned that AI is already as good as entry-level workers and that it could halve white-collar jobs by 2030. In fact, a “first-of-its-kind” Stanford University study has warned that the new technology is already having “significant and disproportionate impact” on Gen Z.

    So it’s no wonder they’re eyeing up jobs in healthcare which offer low unemployment rates, the potential to earn over $200,000, and is unlikely to be replaced with robotic doctors and nurses anytime soon. 

    But there’s one thing they should know before filling out medical school applications: pursuing job security doesn’t necessarily guarantee job satisfaction.

    That’s because recent research from shift work platform Deputy, which surveyed 1.28 million users, ranks doctors, paramedics, and even chiropractors as the unhappiest workers.

    In fact, doctors’ offices and medical clinics recorded the highest levels of dissatisfaction, with nearly 38% of respondents saying they’re unhappy in their jobs. Chiropractors and staff in critical and emergency services weren’t far behind.  And if you include animal health roles, 4 out of the 5 worst jobs for happiness in the UK right now are in healthcare.

    Despite healthcare’s reputation for meaningful work, these roles are often more likely than most to leave workers burned out and ground down by long hours and high stakes.

    “Staffing shortages, emotional strain, unpredictable rosters, and an ageing population are cited as key contributors to declining morale,” the report highlighted.

    Top 10 unhappiest industry sectors, per the research

    1. Doctors Office/Medical Clinic – 37.84%
    2. Animal Health – 17.95%
    3. Chiropractors – 12.93%
    4. Critical & Emergency Services – 12.05%
    5. Call Centres – 12.00%
    6. Catering – 8.60%
    7. Delivery and Postal Services – 6.97%
    8. Care Facilities – 6.22%
    9. Cleaning Services – 5.80%
    10. Private Services (Chefs, Gardeners etc) – 5.62%

    Gen Z may be happier in hospitality jobs

    What’s perhaps most surprising is that jobs many recent grads might have once looked down on—like fast food or waitressing roles—are emerging as a safer bet for a more satisfying career.

    Hospitality fared well in Deputy’s study, making up half of the 10 happiest job sectors, despite the sector’s reputation for high stress, unsociable hours, and low pay. 

    Hospitality jobs dominated the happiness rankings. Sit-down restaurant staff (89.7%), fast food and cashier restaurant workers (82.9%), food pop-up teams (82.5%), and café or coffee shop employees (82%) all reported some of the highest job satisfaction scores of any sector.

    Florists, childcare workers and cleaners also reported notably high levels of job contentment.

    What makes these roles so satisfying? The report suggests it’s less about pay or prestige, and more about the day-to-day experience: “These roles may benefit from clearer routines, manageable workloads, and stronger team camaraderie, highlighting the emotional value of operational structure and positive workplace culture.”

    Although probably not at the top of most graduates’ dream career list, separate data also show that wage growth for bartenders and baristas is outpacing that of desk workers.

    Top 10 happiest industry sectors, per the research

    1. Tobacco, E-cigarette and Vape Stores – 93.4%
    2. Sit Down Restaurants – 89.7%
    3. Fast Food/Cashier Restaurants – 82.9%
    4. Florists – 82.9%
    5. Food Pop-Ups – 82.5%
    6. Cafes/Coffee Shops – 82%
    7. Dentists – 81.8%
    8. Childcare/Community Centres – 78.4%
    9. Catering – 75.3%
    10. Cleaning Services – 64.3%
    Introducing the 2025 Fortune Global 500, the definitive ranking of the biggest companies in the world. Explore this year’s list.

    Orianna Rosa Royle

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  • I’m Disabled — And Here Are 3 Meaningful Ways Companies Can Foster a More Inclusive Workplace | Entrepreneur

    I’m Disabled — And Here Are 3 Meaningful Ways Companies Can Foster a More Inclusive Workplace | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Disability Awareness Month is not just about acknowledging the hardships that come with having a disability — it’s also about recognizing the work of disabled people and how we can make physical spaces, policies and practices more accessible in the workplace.

    I’ve lived with Spinal Muscular Atrophy, but I’ve never let it affect my corporate position for over two decades, and I’ve seen firsthand what true inclusion can do for an organization.

    Related: How to Revolutionize Your Organization Through the Power of Inclusive Leadership

    Here are three meaningful ways companies can observe Disability Awareness Month and make lasting changes:

    1. Organizing educational workshops and training sessions

    Team-building training and workshops are the best ways to celebrate Disability Awareness Month. Workshops can dispel myths and prejudices about people with disabilities and educate employees on appropriate etiquette and awareness when discussing and working with people with disabilities. This includes appropriate and inappropriate behavior and language, accessibility considerations and more. Workshops and training sessions can serve as the foundation for creating an inviting environment that can promote the inclusion of people with disabilities in the workplace.

    • Bring in guest speakers: Invite experts, advocates or a person living with a disability to share their insight and experiences. Real-world stories can help employees better understand the difficulties and triumphs faced by people with disabilities. These events are also a way for employees with disabilities to be guest speakers, further enhance the dialogue and build a sense of community and belonging.
    • Sensitization workshops: Conduct a workshop to educate employees on how to interact with people with disabilities and use correct terminology. The workshop should also create a safe environment where people can learn more about people with disabilities.

    Employees will have a better understanding of disabilities, which can lead to more sympathetic and supportive work policies and better accommodation practices and policies within the workplace.

    2. Heighten accessibility and accommodation practices

    In honor of Disability Awareness Month, take a closer look at the current accessibility and accommodation practices within your company. Ensuring that your working environment, from the physical perspective, is universally accessible to everyone gives a foundation for creating an inclusive environment. Accommodation policies are intended to provide a barrier-free environment that allows people with disabilities to access employment, public services and facilities as independently as possible.

    Accessible workplaces are not just about responding to minimum legal requirements; they ensure all employees can perform to the best of their abilities without unnecessary barriers.

    • Accessibility audit: Have accessibility experts conduct assessments of the physical and electronic workplace. This will reveal where accessibility might be lacking, be it ramps and signs or websites and internal platforms that are more friendly for persons with vision or hearing impairments.
    • Update accommodation policies: Frequently reevaluate your policies to ensure they are fully implemented across the workforce. Requests to update accommodation policies should not be met with friction — do not automatically refuse an accommodation request or have an inflexible policy that doesn’t allow exceptions. Implement a simple and straightforward procedure for employees to submit a request for accommodations via a dedicated portal with step-by-step instructions where they feel heard and supported. Doing this can alleviate potential aggression or harassment and create a more inclusive and supportive workplace environment. This can also lead to a great opportunity for empathy training for HR and upper management.
    • Invest in assistive technologies: All employees should be provided with tools and gadgets that will enhance their productivity, such as screen readers, voice recognition technologies, and ergonomic office supplies.

    Employers who make their places of work accessible to all consider this a good inclusiveness policy. Such actions would benefit not only the specified employees with disabilities but also all employees, as diversity is an aspect of mutual respect towards employees and results in higher morale and productivity.

    Related: How to Embrace People With Disabilities In Your Business: A Disability Advocate Explains

    3. Celebrate and recognize employee contributions by people with disabilities

    Another effective strategy for observing Disability Awareness Month is to celebrate employees with disabilities. Recognition and appreciation can be given in various ways, including honors, awards and talent performance.

    Recognition enlightens and accentuates a sense of worth that comes with having a disability among employees.

    • Spotlight stories: Feature stories of employees with disabilities in company newsletters, social media and internal communication channels. Share their stories, accomplishments and contributions because they will help the team feel inspired and educated.
    • Awards and recognition: Incorporate awards specifically devoted to honoring the hard work and achievements of all employees, including staff with disabilities.
    • Talent showcases: Organize an event where employees have a platform to showcase their talents and skills, such as art, music, writing or any other artistry, to appreciate the diversity of talent within the organization.

    Celebrating and recognizing the contributions of all employees boosts their morale and makes them feel like part of the team. It also sets an excellent opportunity to appreciate all forms of diversity in the workplace.

    Conclusion

    Disability Awareness Month affords companies the perfect avenue to increase inclusivity and support for their employees with various disability conditions. Ways to achieve this would be through educational workshops, raising office accessibility, and recognizing contributions by people with disabilities.

    These would not only benefit the employees with disabilities but also truly enhance the organizational culture by making it more robust and much more cohesive. Embracing all these makes for real change in life, whereby each employee feels valued and can contribute at their best. I, being one who has gone through the challenges and triumphs of being in the corporate world while disabled, can attest to what a tremendous difference genuine inclusion makes.

    Let this month not just be about awareness but about concretizing actions that will make life different for employees with disabilities. Together, we can build workplaces where everyone has the opportunity to thrive.

    Jose Flores

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  • Redefine Boundaries Between Your Life and Career to Perform Your Best | Entrepreneur

    Redefine Boundaries Between Your Life and Career to Perform Your Best | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Does this sound familiar? You’re on the edge of burnout. You haven’t done anything “nice” for yourself in a while and you’re constantly putting other people’s needs above your own. The needs of your company, the needs of your family and the needs of your community are always a higher priority, and now there’s no more energy or room for you.

    As a diversity, equity, and inclusion (DEI) consultant with a background in organizational psychology, I understand why some people constantly put themselves behind others and, consequently, burn themselves out. Marginalized people often do that. They code-switch to fit in with the dominant culture as a means of survival. Their needs are always last in the hierarchy.

    It turns out, that up to 89% of Americans have experienced symptoms of burnout. That has to change. You can’t show up as your best — at work or with others — if you don’t take care of yourself first. I’m inviting you to take a step back from burnout and embrace radical self-care. Here’s how.

    Related: How Code-Switching Hurts People of Color in the Workplace

    What is “radical self-care”?

    Radical self-care is a continual process that involves the conscious and proactive decision to care for yourself by engaging in activities that regularly feed your wellbeing. Radical self-care allows you to prioritize yourself and put self-supporting needs before others’ needs to reduce the impact of stress, burnout and emotional disarray. Self-care isn’t just a “phrase;” it involves intentional actions that allow you to be more cognizant and aware of your physical, mental, emotional, spiritual and relational health.

    Why radical self-care matters for professionals

    You’re running a company or you’re an employee with lots of responsibility and stress. People depend on you to lead and contribute. But if you’re burned out and exhausted, how can you be your best self? How can you show up when it matters most?

    Before burnout and ball-dropping happen, be radical about your self-care — that is, don’t just make it a “nice to have” practice in your routine. Make it a necessity. This is particularly important for professionals belonging to marginalized communities. Marginalized people face a disproportionate burden in society dealing with microaggressions, glass ceilings, and the like. Fortunately, prioritizing radical self-care can be a tool to counter some of the draining impacts of systemic racism, discrimination and trauma.

    Related: Women Founders Need Radical Self-Care. Here’s How to Make It Happen

    3 pillars of radical self-care

    If you’re new to self-care, here’s what it can look like in practice. The three pillars of radical self-care involve the mind, body, and spirit which — contrary to popular belief — are not all separate entities working independently to keep you alive. They’re cooperators in your lived experience, and all work to keep you balanced and well for all of your endeavors. For practical purposes, let’s reframe mind, body, and spirit and refer to them respectively as mental and emotional, physical and purpose. Each area needs nourishment, so schedule time to engage in activities that provide that nourishment. Here are some ideas.

    To nourish your mental and emotional wellbeing:

    • Have a lazy day.
    • Say “no” more often.
    • Limit your news consumption.
    • Spend time communing in nature.

    To nourish your physical wellbeing:

    • Eat healthy foods.
    • Go on a walk.
    • Drink water.
    • Sleep 6-8 hours per day.
    • Hit the gym or go to a studio.

    To nourish your purpose and get closer to it:

    • Meditate
    • Journal
    • Do a good deed.
    • Volunteer for a cause.

    How to prioritize radical self-care

    If you struggle to make time for yourself, try this: say “no.” I know it’s tough, but hear me out. When you say “no,” you make time for your “yes.” If you’re assigned an obligation that isn’t in your skillset and would take you days and weeks to figure out, you can say “no, thank you” and request it be assigned to someone else. If colleagues are meeting for drinks after work, but you know drinking alcohol isn’t great for your mental or physical wellbeing, simply say “no” and use that time to do something that nourishes your spirit instead.

    When it comes to your family, if taking a half day away from the kids or family members would be nourishing to you, say no to obligations that force you to be present and find a way to negotiate some private time. You have more power with the word “no” than you might think.

    For those with busy schedules, set aside a particular day or time of day as your radical self-care block — whether it’s every Friday or noon on weekdays. Tell your friends and colleagues you won’t be available and do something for you during that time slot. Don’t skip it when something comes up — instead, stick with it. Whether you’re simply going for a 30-minute walk on your lunch break or taking that time to journal and meditate, have a dedicated time every day or week that you can rely on to deepen your radical self-care practice.

    Related: Here’s Why Your Team Needs to Say ‘No’ More Than ‘Yes’

    Final thoughts

    Despite common belief, you don’t have to be “on” all the time, moving through the world as if you are impervious to trauma, stress and burnout. You can manage the effects of losing your stamina, falling out of touch with your purpose, and generally needing time to rest by implementing radical self-care.

    That can look like saying “no” to obligations that drain you and assigning those obligations to someone else. It can look like taking mental health days once a week or month. It can look like actually using your paid time off instead of letting it accumulate for the holidays. Self-care can be more of a choice than we think, and it’s not a selfish choice. Prioritizing it in your professional and personal life can help you stay well and present for all of the endeavors and people that matter most.

    Nika White

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  • These Are the 10 Most Difficult Conversations in the Workplace | Entrepreneur

    These Are the 10 Most Difficult Conversations in the Workplace | Entrepreneur

    Sometimes, navigating the workplace requires hard conversations — whether it’s asking for a raise, delivering bad news or owning a mistake.

    It can be tempting to put off those difficult discussions, and many people do. A survey from VitalSmarts revealed that more than 80% of workers are hiding from at least one uncomfortable conversation.

    But not confronting workplace issues head-on will only hold you back.

    Amanda Breen

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  • Don’t Underestimate The Importance of Employee Wellbeing. Your Business Will Suffer The Most. | Entrepreneur

    Don’t Underestimate The Importance of Employee Wellbeing. Your Business Will Suffer The Most. | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    In the dynamic and ever-evolving world of entrepreneurship, one critical yet often overlooked aspect is the workforce’s wellbeing. Where success is driven by constant innovation and growth, wellness often falls short. The barriers to investment in workplace mental and physical health remain significant.

    So why do these limitations still remain? From insufficient knowledge of the best practices to scarce research on why such investments have a positive impact, this topic is still full of prejudices and stereotypes. As a result, they hinder many entrepreneurs from prioritizing this vital area of their business growth.

    The growing mental strain many employees experience often drives them to lower performance, meaning the business is presented with the threat of losing its valuable workforce. At the same time, replacing an employee with a new hire is not only a logistical challenge but also a costly affair. It typically costs one-half to two times that employee’s annual pay. With talent at a premium and the competitive landscape intensifying, you can expect the financial toll to lean toward the higher end of the spectrum. This cost can go unnoticed without paying enough attention to the wellness costs of operating a business.

    Undoubtedly, all entrepreneurs understand the significance of assembling a talented and motivated long-term team. However, the true impact of neglecting employees’ wellbeing on the overall success of a business is often underestimated. Fostering a healthy environment is the future of workplaces worldwide, so explore the tangible benefits of integrating it now.

    Related: We Need a Real Commitment to Mental Health at Work. Here’s How (and Why).

    The wellbeing of leaders amounts to the wellbeing of the entire team

    Investment in yourself is the best investment, particularly for the people who drive the entire workforce with them. Any great organization starts from a leader; similarly, the leader’s wellbeing and resilience directly impact that business’s success. Here are a few ways that a leader’s wellness affects the bigger picture:

    1. Improving retention rates

    This is not evident, but investing in leaders’ health also indirectly impacts employee retention rates. When leaders show genuine care and support for their team members’ mental and emotional wellbeing, it fosters job satisfaction and loyalty. Employees are more likely to stay with the company, reducing turnover and retaining top talent.

    2. Prioritizing human-centered approach

    A human-centered approach is essential when building a business. Being mindful of their own wellbeing allows leaders to understand their team better and be more empathetic and connected to them. For example, 10 people who joined BetterMe right from the start are still a part of the team years later.

    3. Leading effectively in challenging times

    Leaders who prioritize their stability possess the skills needed to navigate difficult situations. They can manage stress, make informed decisions, and stay composed under pressure. Resilience enables them to guide their teams through challenging times, inspiring confidence and giving energy to overcome fear.

    Making wellness a priority: Let’s talk numbers

    Prioritizing wellness and resilience in leadership development is not just a good idea on paper. It has proven to yield substantial returns on investment (ROI) for organizations. Multiple case studies give insight into workplace wellness’s positive, tangible benefits to employee engagement, productivity and overall business growth.

    Let’s take research conducted by Gallup, a leading analytics and advisory company, as an example. Its study reveals a strong correlation between employee engagement and wellbeing initiatives. Companies with high employee engagement experience significant benefits, reporting 41% lower absenteeism rates and 17% higher productivity. These findings show a direct correlation between such targeted initiatives and business performance. Research proves it’s an important metric to start taking seriously.

    BetterMe, with its headquarters in a country amid war and crisis, provides a compelling case study of how prioritizing wellness and resilience in leadership development can lead to exceptional growth, even in challenging circumstances. Despite the adversity, the BetterMe team members demonstrated innovation and creativity in providing solutions for customers worldwide. As a result, the company experienced significant financial and headcount growth in 2022, reaching an impressive 20%.

    This case again shows that crises can be both tests and opportunities for growth. It only emphasizes how organizations handle challenging situations. By investing in leadership development programs prioritizing wellness and resilience, companies can equip their leaders with the skills to navigate crises effectively, manage their energy better (not time), and drive business growth.

    Related: Why Mental Health and Well-Being Should Be Your Top Recruitment and Retention Priority

    Corporate wellness: Create a business case

    As the topic of corporate wellness continues to grow, organizations are seeking ways to measure the impact of wellness tools on leadership effectiveness. Seeing the evidence can help them realize the potential benefits and make an informed decision toward that first step.

    One effective way to measure the impact of wellness tools on leadership effectiveness is through ROI analysis. According to Deloitte, companies implementing wellness programs for three or more years achieved a median yearly ROI of $2.18 CA (estimated $1.65 USD). We cannot argue with numbers — the benefits are evident.

    As the CEO of BetterMe, I myself can serve as an example for all these findings. Through consultations with various companies, I have observed a considerable demand for reliable and engaging corporate wellness programs. Simply put, wellness is a hot topic in the business world. With a potential boost of over 50%, it becomes clear that the returns on investing in wellness are worth serious consideration.

    Seeing the indisputable benefits of integrating the employees’ wellbeing as one of the business priorities, a few industry professionals can remain indifferent. Whether you’re a manager, a business, or a team leader – hop on that train. Explore new possibilities for growing a prosperous, healthy workforce by all means to build better businesses.

    Victoria Repa

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  • Don’t Let Your Ego Make You a Controlling Leader. Here’s How. | Entrepreneur

    Don’t Let Your Ego Make You a Controlling Leader. Here’s How. | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    I’m sure we’ve all had moments where we let our pride and ego get in our own way of success. I’ll be the first to admit that this has been something I’ve been working on.

    In a world where we tend to overly glorify the accumulation of fame, power and resources, we can often overlook the many principles and character traits that would allow us to be naturally attractive to these things. We tend to act from a forceful place as we often unconsciously pursue self-aggrandizement over self-actualization. From our ignorance, we learn to chase and hustle after our desires instead of working to become the people these things chase after. As a result, many of us unconsciously look to control and manipulate things, people and situations as we subconsciously feel inadequate in comparison to the ideals we pedestalize.

    In acknowledging these patterns within myself, I’ve seen that many of today’s leaders struggle with the same ways of thinking. Many of us take the exhausting, brute-force approach to getting things done without ever knowing how to make things flow and unfold naturally in our favor. Rarely are we taught how to live an inspired life and inspire others to take action under our charge. Many of us only know of and look up to forceful leaders who mask their insecurities with the self-inflating nature of their egos.

    Related: Why Mindfulness Is a Must-Have Mental Skill

    The art of letting go

    Transcending the ego to find genuine inspiration can be arduous for many people. We often grow up in environments that are not conducive to emotional intelligence and mental hygiene. Our caretakers and peers usually do not understand these things and thus unconsciously project their traumas and limiting beliefs onto us. As we also do not know any better, we internalize these things to perpetuate the same patterns that hold us back.

    To effectively let go of our limiting thought pattern, one must follow a simple three-step reconditioning program:

    1. Acknowledge that we hold a limiting thought pattern.
    2. Understand where the thought pattern came from.
    3. Adopt higher principles to live by and begin experiencing the opposite energy in our lives.

    Of course, following these steps is much easier said than done; it is the very nature of our egos to be blind to its ways and limitations. This blindness is why it is essential to practice mindfulness and critical thinking. By becoming more mindful of our patterns, we can open our minds to living with more creativity, flow and overall abundance. The following are a few ways to fast-track your journey toward effortless attraction and continuous inspiration.

    Adopt a meditation practice

    As a meditation teacher, I couldn’t recommend this enough. Practicing mindful breath awareness and zen meditation are great ways to increase our self-awareness. Studies often show how meditation works to reduce stress and anxiety. Beyond that, consistent practice also cultivates detachment from our thoughts and emotions.

    With this detachment, we can observe our consciousness to see that we are not our thoughts and emotions. Instead, we are the awareness that can witness, produce, and change these things with the proper understanding and approach.

    In practicing meditation, we also open ourselves to understanding the nature of our consciousness, thus enhancing our ability to empathize with others. As we know ourselves, we know those around us as well.

    Related: 7 Proven Ways Meditating Prepares You for Success

    Find an accountability partner

    Your accountability partner should be someone emotionally intelligent. Hire a good coach or therapist if you’re serious about this. A great accountability partner should be able to understand your situation and call you out when they see you’re unconsciously acting out of integrity. They should also have straightforward and time-tested systems and principles to get you the results you want in life.

    Develop your communication and conflict management skills

    While we are interfacing with the world, we inevitably will interact with other people. Social science research has repeatedly shown us how the emotional states we carry and communicate are often contagious to those we interact with. Being mindful of our speech and body language is paramount to deepening our relationships and expanding our leadership potential.

    In particular, conflict management skills are essential to effortless communication. In a world where most of us either shy away from confrontation or are overly aggressive in conflict, learning how to effectively communicate our more complex emotions, give negative feedback and set boundaries are excellent skills to have.

    Regularly do things that challenge you to grow

    In exposing ourselves to new situations, we give ourselves the opportunity for self-discovery and reflection. Should these situations be particularly challenging, perhaps they can illuminate our unconscious patterns and faults to work on.

    For example, I used to be very socially anxious in college. I struggled with most of my relationships and knew I had to make significant changes if I wanted more from life. When I left college, I decided to become a salesperson to actively work on my social and persuasion skills. Doing so helped unlock massive leadership and income-earning potential for me!

    Hopefully, these principles and suggestions are insightful to you. May we live a contemplative life that takes us to our highest potential and service to those around us.

    Jonathan Brierre

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  • Free Webinar | April 18: 5 Tips to Develop a Take-Action Mindset & Healthier Life | Entrepreneur

    Free Webinar | April 18: 5 Tips to Develop a Take-Action Mindset & Healthier Life | Entrepreneur

    Transformation coach and nutrition expert Charles D’Angelo will fire you up, and help you develop an empowered mindset that leads to a healthier life. Pulling tips from decades of his inspirational talks and books, Think and Grow Thin and Inner Guru, this high-energy and informative webinar will help you learn how to get the best out of yourself in.

    Key Takeaways:

    • Moving on from the past
    • Setting goals
    • Making daily healthy choices to improve your future self
    • Finding a mentor to help your health journey
    • Empower yourself to take control of your life’s trajectory

    Discover the habits you need for a healthy life. Register now and join us on April 18th at 3:00 PM ET.

    About the Speaker:

    Charles is a sought-after personal coach and public speaker. He frequently provides keynotes for events and appears as a guest on TV, radio and Internet programs. He is the author of two bestselling books: Think and Grow Thin (2011) and Inner Guru (2017). He’s been endorsed by many notable individuals including President Bill Clinton, Tony Robbins, Larry King, Richard Simmons, Angela Bassett and Dr. Mark Hyman as well as notable Missouri locals including Senator Claire McCaskill, David Steward, Chairman and Founder of World Wide Technology, and Maxine Clark, founder of Build-A-Bear Workshop. He resides in St. Louis, Missouri with his greatest inspiration – his wife, Crystal – and their two cats, Leo and Theo.

    Entrepreneur Staff

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  • Free Webinar | April 12: Return to the Office: 4 Ways to Make Both Managers and Employees Happy | Entrepreneur

    Free Webinar | April 12: Return to the Office: 4 Ways to Make Both Managers and Employees Happy | Entrepreneur

    The return to the office has been far from seamless. While we all dreamed of a day when we could get off endless Zoom calls and back to “normal,” the truth is that many leaders are facing employee resistance, resignations, quiet quitting, and a loss in diversity, equity, and inclusion initiatives as they attempt to bring workers back to the office.

    But it doesn’t have to be this way. In this engaging, interactive, and entertaining presentation, Dr. Gleb Tsipursky will walk leaders through four proven strategies and tactics that companies can use to meet the needs and concerns of their employees, while simultaneously better serving their businesses.

    Don’t miss it! Register now and join us on April 12th at 3:00 PM ET.

    About the Speaker:

    Dr. Gleb Tsipursky helps leaders use hybrid work to improve retention and productivity while cutting costs. He serves as the CEO of the boutique future-of-work consultancy Disaster Avoidance Experts. He is the best-selling author of 7 books, including the global best-sellers Never Go With Your Gut: How Pioneering Leaders Make the Best Decisions and Avoid Business Disasters and The Blindspots Between Us: How to Overcome Unconscious Cognitive Bias and Build Better Relationships. His newest book is Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage. His cutting-edge thought leadership was featured in over 650 articles and 550 interviews in Harvard Business Review, Forbes, Inc. Magazine, USA Today, CBS News, Fox News, Time, Business Insider, Fortune, and elsewhere. His writing was translated into Chinese, Korean, German, Russian, Polish, Spanish, French, and other languages. His expertise comes from over 20 years of consulting, coaching, and speaking and training for Fortune 500 companies from Aflac to Xerox, and over 15 years in academia as a behavioral scientist at UNC-Chapel Hill and Ohio State. A proud Ukrainian American, Dr. Gleb lives in Columbus, Ohio.

    Entrepreneur Staff

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  • How Daily Exercise Helped Me Lead a Truly Productive Life | Entrepreneur

    How Daily Exercise Helped Me Lead a Truly Productive Life | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    At the start of 2014, I couldn’t run a mile. That year, I began to test theories about change and growth. I wanted to know if simple effort and consistent practice are enough to truly improve our skills and abilities.

    Turns out, they are. At the end of 2014, I ran my first official 5K race. By the end of 2015, I had run 20 half-marathons. Today, I’ve run over 200 half marathons and 11 full marathons, totaling 12,000 miles. I once “hated” the idea of running. Now, it’s my greatest love in life. The biggest surprise I’ve had is running hasn’t just transformed me physically — it’s transformed me mentally, too. Here’s what it’s taught me:

    Related: How Exercising Daily Has Made Me a Better Entrepreneur

    1. Sometimes, life is hard — but we can do hard things

    Running, especially in the beginning, was incredibly difficult for me. I’d never practiced it. Even jogging a few blocks left me out of breath and gasping for air. As I worked to improve as a runner, I realized that sometimes life is hard. It’s supposed to be that way. When we ditch our affinity for ease and comfort and instead embrace struggle and challenge, we open ourselves up to a whole new universe of possibilities. Instead of saying, “I can’t do that. That sounds hard,” we can lean in. As we do, several things happen.

    First, things we once deemed hard become easier. Our skills and strength aren’t fixed quantities — they can grow and expand. We improve, which allows us to handle more complicated scenarios and solve more complex equations. Second, we stop expecting things to be easy. When we don’t expect things to be easy, we grow comfortable with some adversity and pain. That’s when we find out that we can actually withstand adversity and push through. Consistent, daily effort and practice is the catalyst that ignites this process. In the beginning, you may not see massive changes, but you have to trust that it’s working.

    2. Our beliefs are the limiting reagent in the chemistry of our minds

    When we want to do something, it’s imperative that we believe we actually can. Our brain likes to be right, so it constantly looks for ways to validate or prove its beliefs. What we sometimes forget, however, is that we get to decide what we believe — and we can update our beliefs at any time.

    When I began running, I often believed that I simply couldn’t run any farther or take another step. “You’ve gone far enough, it’s time to stop,” my brain would shout at me. Then, I learned how to talk back to my brain. “Let’s just get to the red light,” I’d negotiate. Then, “How about just one more mile?” I’ve found that our bodies will do whatever our brains tell us to do. Often, we can accomplish much more than we think we can. We can keep going long after we think we can’t.

    As humans, many fall prey to this daily. We believe that reaching a compromise or agreement is impossible. So, it is. We believe a problem is unsolvable. So, it is. But almost always, if we believe there’s a way through and we remain determined to find it, we will. Here’s a tip: Taking a break from a problem and coming back to it later can be a remarkable tool. Just like our muscles, our brains sometimes need time to rest and rejuvenate. When you feel you can’t do anymore, come back after you’ve allowed your brain or body time to breathe. It’s amazing how differently you’ll view things after a break. This process refreshes stamina and creativity.

    Related: 4 Scientific Reasons Exercising Is an Entrepreneur’s Biggest Competitive Advantage

    3. Tools and resources are always available to help us; don’t go it alone

    With regards to literally everything in life — our relationships, our professional pursuits, our health and fitness goals — there is a plethora of research, books and mentors there to guide us. There is always someone who has already done what we want to do. Find these people, make friends with them and directly ask them for advice and mentorship. Observe them closely; learn from their examples.

    So often, we are afraid to ask for help for fear of looking foolish or being viewed as incompetent. We sometimes feel that we should do it all alone. This is a mistake. Reach out and leverage the people who have traveled in your shoes before. We, as humans, are not meant to function completely independently. In fact, our mere survival depends on our cooperation and partnerships with one another. With regard to my running, podiatrists have advised me on my feet and my shoes, friends have shared the financial burden of housing me during races and apps have provided me with music and tracking of my results. Without this, much of my running wouldn’t have been sustainable.

    4. Success is not a straight line; don’t expect every day to be amazing

    With regard to any problem we want to solve or any competency we want to develop, it can be tempting to think that every day should be better than the last. We sometimes think that once we’ve set a goal, started down a path and made headway, it should be nothing but smooth sailing.

    That thinking can cripple us. This is not how success works. There will be days when we lack the motivation to press forward. There will be disruption in our business. Unfavorable economic environments and new competitors in our marketplace can send us into a tailspin. Pouring rain can show up on the day we planned for our long run or you might twist an ankle on race day. These things happen. We sometimes take a step forward to only take two steps back. There are moments we might regress. What we do in these moments will define the trajectory of our lives. When we anticipate these moments, we handle them better than if we deny or ignore their existence. One of the best ways to avoid falling into this trap is to constantly remember our why and to stay passionate about and committed to not just the end results, but the journey.

    Without these four strategies, I would have failed as a runner, but also as a leader, a coach, an author, a friend and a partner. All these areas have thrown me challenges. Before becoming a runner, I didn’t want to struggle in life. When things got tough, I was more prone to quit or give up. Running has taught me that struggle simply means we’re growing. It’s taught me that no matter what’s happening around me, I always get to choose my response. Now, I use that in every area of my life, which has changed literally everything — maybe it can change yours, too.

    Amy M Chambers

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  • 4 Commitments All Inclusive Leaders Must Follow

    4 Commitments All Inclusive Leaders Must Follow

    Opinions expressed by Entrepreneur contributors are their own.

    2022 was the first year of Diversity, Equity and Inclusion accountability for inclusive leaders. Our future will be filled with increasing expectations from employees, customers and business partners, looking for us to step up and courageously respond to societal needs and problems across human differences. It won’t be easy, but it will be good.

    Let’s bring some substance into our learning of how to lead more inclusively. Here’s a deeper dive into four crucial concepts and skills for inclusive leaders in the coming year.

    1. Choose kindness over making others wrong

    I’m unsure when or why we permitted kindness to become a sign of fragility or ineffectiveness. We have a nauseating array of “leaders” who demonize people who disagree politically with them, call names, refuse to care and instead foment the pain of trans people. The examples of meanness and cruelty are simply too long to list. Kindness is often seen as a weakness in the workplace. There’s an epidemic of giving into the self-obsessed impulse to make ourselves right and make others wrong, almost for the insidious sport of it. That is a way to shred relationships. And we see massive malice on social media.

    Kindness is respecting another person’s dignity in ways that help them be happy, comforted, heard or whole.

    Inclusion can be defined in the same way. As an inclusive leader, how do you ensure that your colleagues know that you care about their psychological safety, day-to-day struggles and ambitions? Choose kindness and equip others to be alright, not wrong. Prioritize relationships.

    Related: Why Kindness Is A Crucial Quality For Leaders

    2. Commit to evidence-based decision making

    Inclusive leaders think critically, use credible data and make decisions on that basis. They include their teams and peers in decision-making. This is not an argument for cold-hearted objectivity — inclusive leaders take the complexity of human identities into account and seek to factor in the emotions of all involved. Evidence, facts, truth: whatever words you use, the idea is central for effective and inclusive leaders.

    Inclusive leaders must reject conspiracy-based opinions without evidence, excessively emotional pleas that are more about advocacy than the business you’re there to conduct or unending deliberations or analyses that claim to be ‘inclusive’ at the expense of actually making a good and timely decision.

    Diversity, equity and inclusion should be a source of rigor in your leadership work. Build a healthy definition of ‘evidence’ (and emotions are one kind of evidence), and stay in the game by making inclusive decisions.

    3. Center the future on realities from the past

    This is not a complicated point: we cannot prepare ourselves and our children for the future if we are afraid of our collective past. No committed inclusive leader will accept a law, a policy or a practice to censor history because it makes someone uncomfortable. We need to say this plainly: it’s pure fear and unproductive denial to pass laws that “protect white people from discomfort” when solving the ongoing impacts of racism or antisemitism, or homophobia.

    Such a stance stifles learning, refuses to prepare all our children for the multiracial and otherwise diverse reality of the world we already live in, and directly supports the forms of systemic bias that real patriots fight every day. Suppose your school district or government has passed such laws or policies as an inclusive leader. In that case, you should consider how to change such decisions with powerful education and insistent kindness.

    Related: Don’t Let Fear Conquer Your Greatness

    4. Champion demography as destiny

    The multicultural future has already arrived. Maybe even our families have evolved: babies of color have been the majority of children born for six years, and interracial marriages are now commonplace. Study the 2020 Census, and you will realize our population has been diversifying for generations. The identity mix of your customers and employees is completely profound right now. The way to learn about diversity is widening: neurodivergence, working across generations, navigating languages and cultures to grow globally, understanding the impact of spirituality and religious differences, etc.

    Demographics cause us to consider how our future is already here and coming close. And the elements of DEI will only expand ‘in the future.’ All this change is pushing on your business model: where you source product and talent, how you manage differences with customers and reach new ones, how you work with suppliers and regulators, how DEI equips you to measure what matters in your unit, why you invest in a market or a merger. Inclusive leaders engage demography, so we have the chance to thrive.

    These are some profound challenges for inclusive leaders in the coming years. I encourage you to pursue these Four C’s: choose kindness, commit to evidence-based decision-making, center a future on the realities of the past and champion demographics.

    And a final thought: leading with these challenges in view will help you mend and tend to family relationships during the holiday season and beyond. We can listen to build trust and practice inclusive leadership wherever we go.

    Chuck H. Shelton

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  • Why Mental Health in the Workplace Is a Conversation for the Chief Financial Officer (and Not Just HR)

    Why Mental Health in the Workplace Is a Conversation for the Chief Financial Officer (and Not Just HR)

    Opinions expressed by Entrepreneur contributors are their own.

    The workplace has been grappling with significant change and turmoil over the last few years. From shuttering offices in March 2020 and returning 18 months later to a time capsule of year-old calendars and dead plants, some businesses (like ours) have pivoted to being fully remote while others struggle to find the right hybrid or return-to-office roadmap.

    As the physical workplace changes, so have workplace culture and employee well-being. From the Great Resignation to quiet quitting, to whatever the next phase is, changes in the way we work have led to a lack of connection and feeling of belonging between colleagues, in addition to the challenges of proximity biases — all of which can have negative effects on employee mental well-being.

    While I’m glad to see the U.S. Surgeon General taking a proactive step to curb toxic workplaces by recently releasing a framework to help employers take action to support the mental well-being of their employees, it doesn’t address one key component to make it happen. Employee mental health support has long been the responsibility of the Chief Human Resources Officer (CHRO) or Chief People Officer (CPO). But in today’s world, this is also a business operations conversation for the Chief Financial Officer (CFO). Why?

    Related: 5 Steps to Creating a Workplace Focused on Mental Wellness

    A unique bird’s-eye view of the company

    Responsible for the financial performance of the company, CFOs have unique access to data and insights throughout the business. This access gives them unique insight into every department — from sales and engineering to people/HR. CFOs are able to overlay this departmental data to gain real insights into not only how the company is performing, but go a layer deeper to see how this affects employees. Are employees that go into the office more likely to receive promotions or salary increases? Has engagement across company-focused events dropped? Is there a decrease in productivity? Has attrition increased? All of these metrics can help a CFO assess employee mental well-being and the impact it has on the business.

    The cost of inaction

    Seventy-two percent of employers fear that focusing on mental health could have a reverse ROI with employees working fewer hours in order to care for their mental health and being less available. That’s simply not true.

    In fact, companies can’t afford to not support the mental health of their workforce. The World Health Organization (WHO) found that depression and anxiety disorders cost the global economy $1 trillion annually predominantly from reduced productivity. Twelve billion working days are lost every year to depression and anxiety alone. It’s metrics like these that indicate CFOs, in particular, are uniquely positioned to make a difference when it comes to supporting the mental health of employees as well as the overall health of the business.

    Related: What Leaders Get Wrong About Mental Health

    The business case

    As companies navigate an uncertain economic environment, they can’t afford to lose their top talent. Our research commissioned by Forrester found that high-performing employees — those who are highly engaged and committed to their roles in the organization — are working more hours and are even more productive than last year, but are also burnt out.

    Despite a reported high enthusiasm for their jobs, more than half (53%) of high performers report feeling burned out in their roles. The good news is that, for the second year in a row, employees said they’d be more likely to stay at a company that provides high-quality resources for them to care for their mental health.

    But while 84% of employers plan to enhance employee mental health benefits in the next year, there is still a significant gap in how employees perceive their employer’s commitment to mental health and wellness. Seventy-four percent of employees report wanting their employer to care about their mental health, but only half (53%) feel they actually do.

    This disconnect should alarm every business leader. It underscores how many companies are still fundamentally approaching mental health in the wrong way. When you consider the cost of employee turnover — $600 billion in 2018 and $680 billion by 2020 — from a business perspective, mental health benefits become a simple ROI equation. From a human perspective, it’s the right thing to do.

    As strategic partners to the CEO, CFOs have a unique seat at the table to assess and advocate for the importance of mental health support in the workforce. And as purses tighten across industries, it will be key for CFOs to strategically assess budgets and spending to maximize not only productivity but employee mental well-being as well — two sides of the same coin.

    Alyson Watson

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  • Practicing and Believing These 5 Mantras Will Change Your Life

    Practicing and Believing These 5 Mantras Will Change Your Life

    Opinions expressed by Entrepreneur contributors are their own.

    We all experience difficult struggles in life. Every day, people have disagreements at home, projects go sideways at work and we encounter setbacks with goals.

    Over the years, I’ve noticed that how quickly we rebound from these trials and tribulations is directly correlated with the beliefs and values we have about ourselves and life, as well as how we speak to ourselves. Believing, saying and practicing the following five mantras is incredibly useful when attempting to recover from any challenge.

    Related: 5 Mantras of Successful Entrepreneurs You Can Use to Improve Your Life and Habits

    1. I can do this. Things will work out.

    Whenever we’re experiencing any kind of setback or failure, it’s tempting to start to doubt ourselves more wholly. Our feelings can start to snowball and we can create a domino effect in our lives.

    We’ll start by focusing on that one client we didn’t sign or that one deal that didn’t go through and begin to conclude that “maybe I’m just not right for this job” or “maybe I shouldn’t even be doing this at all.” We can even get into imposter syndrome. Because of this negative thinking, we’ll often create a self-fulfilling prophecy and bring about more of the very thing we’re trying to avoid. Our negative thinking will cause us to have more failures and we’ll feel vindicated — which will lead to the next domino falling.

    The opposite works, too. Instead of concluding that all is lost after a setback, instead ask: “What can I learn from this? How can I use this to make me better?”Don’t think long about the one thing that didn’t work out. Instead, refocus your energy on the things that are going well.

    The more you believe in yourself and have faith in your abilities, the better you’ll rebound from setbacks. When we believe that things will work out, they usually do, especially when we’re dedicating consistent effort toward our goals. Continue to take steps toward them, no matter what.

    Related: 15 Ways to Drown Out the Destructive Voices in Your Head

    2. The past doesn’t matter. I can let this go.

    When we feel harmed or hurt, we tend to hang onto it for longer than we should. The past is written — it can’t be changed. If we’re reflecting on the past to help us learn from our mistakes, that’s one thing. Find the lessons, then move on with new insight and wisdom.

    However, we often don’t look at the past to guide us. We look back and dwell, which results in us staying stuck. Rehashing what didn’t go our way or venting about what someone else should’ve said or done rarely serves us. Our brains can’t focus on two disparate things at once, so anytime we’re ruminating on the past, we’re rarely focusing on what we can control in the present and how excited we are for the future.

    Instead, make a conscious decision to forgive others (and yourself) for mistakes. Sometimes people will say: “But it’s so hard to get over this!” Sure, it can be hard to let something go, but I guarantee you that you do have a choice in that. Choose to focus your conscious energy on who you are trying to become in the future.

    Related: 7 Ways Companies Can Harness Failure to Drive Success

    3. I’m sorry. I will fix this.

    When we’ve experienced conflict with someone, it’s not always easy to take accountability or responsibility and focus on the part of the situation that we can mend. We like to focus on what’s been done to us instead.

    We’ll often even say, “That wasn’t my fault.” Assigning blame elsewhere can feel good because it takes us out of the hot seat and helps us feel that our reactions are justified. This might feel good at the time, but it rarely serves us. Instead, have the humility to say: “You’re right. I did that, and I’m sorry. Here’s what I’m going to do about it.”

    When we do that, a few things happen. First, others respect us more. Second, we pull ourselves back into our circle of control and identify actions that we plan to take to improve things. Third, we lead by example and show others what it looks like to also do this. The result? We improve situations much faster and create a brand and reputation for taking ownership.

    4. I need help.

    Sometimes, it can be scary to ask for help. Many of us feel that if we’re capable and successful, we should figure out how to do it all ourselves. It’s nice to feel strong, and asking for help can make us feel weak. However, it takes a strong person to ask for help.

    Rome wasn’t built in a day, and it also wasn’t built by one person. Most people enjoy being asked to help. Don’t be afraid to find others around you who are better at something than you are or have strengths in an area you lack and leverage them. You don’t have to do it all yourself. Find people you admire and trust, then be vulnerable and say you could use some assistance. That’s part of building great relationships and it’s actually what great leaders and professionals do.

    Related: Asking for Help Might Be the Key to Your Success

    5. I made a mistake and that’s okay.

    All too often, we fear failure. We think that success and failure are diametrically opposed, but that’s not true at all — failure is part of success.

    There are few examples of highly successful people who didn’t struggle greatly or err numerous times on their journey. When we embrace mistakes, we tend to enjoy the journey of life far more. Mistakes often mean that we’re experimenting and trying something new, which puts us out of our comfort zones and makes us learn.

    Be willing to be uncomfortable and try new things, regardless of how poorly it might go on the first try. Plan to struggle and embrace it when you do. When you do that, you begin a process of growth and change. It’s hard to grow without being uncomfortable, making mistakes and having a few failures. If you truly want to evolve, then get comfortable with these things. The sooner you can adopt that mindset, the faster you’ll advance and the better you’ll feel doing it.

    Amy M Chambers

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  • 4 Ways Black Diversity Leaders Succeed, and How Executive Peers Can Make Sure They Do

    4 Ways Black Diversity Leaders Succeed, and How Executive Peers Can Make Sure They Do

    Opinions expressed by Entrepreneur contributors are their own.

    In a previous article, I explored several reasons Black diversity officers struggle and how their CEOs can help. That opens the door to more straight talk about how the leaders themselves can step into their success and how their executive colleagues can be part of that success story.

    I focus on diversity leaders who identify as Black for three reasons: a majority of diversity leaders in America are Black, their Blackness matters and the opportunities they have are familiar to every diversity leader. At this point in history, inclusive leaders are learning to focus on race and keep other aspects of identity in view simultaneously.

    Let’s look at four ways you, as a diversity leader — or as one of your executive peers — can thrive in this vital role.

    1. Ensure that the Diversity Leader’s role is scoped and resourced for achievement

    The ‘DEI Why’ has to be clear and achievable. Yes, it’s crucial to have an aspirational vision for the work, but the successful DEI leader equips other leaders to build their point of view around DEI and lead more inclusively. When you are a high-performing Chief Diversity Officer, you lead a center of excellence that improves company results with talent and customers by reducing bias and generating opportunity.

    So your success as a DEI leader is at serious risk if soaring expectations for what you will achieve languish from a laughably small budget and insufficient sponsorship.

    The CEO and CHRO come in here, ensuring that the agenda, objectives, resources and metrics owned by the diversity leader are reasonable, impactful and communicated. Like any investment, the right team and an actual budget will produce returns.

    Every executive peer to a diversity leader should be asking a behavioral question: How am I substantively supporting our CDO’s success?

    Related: These Are the Biggest Blind Spots in Diversity Initiatives, According to 8 Women Experts

    2. The organization is investing in the Diversity Leader’s development

    Diversity leaders get to improve like every employee. The right commitment to a Black CDO’s growth includes two investments:

    • Business Savvy — Integrate the CDO into the business’s goals, challenges and budgeting core, certainly in policy development, key customer relationships and strategy building with the Board. Center DEI in the company by centering the senior diversity leader in how decisions are made and resources are assigned.
    • Competency Building — Every executive has room to grow. CDOs need active, personal guidance for establishing their brand, optimizing their strengths and minimizing their shortcomings. Black diversity leaders, in particular, require empathetic and honest feedback because white colleagues, in particular, may have been afraid to provide them with the right mix of praise and coaching for improvement. If you’re a white executive like me, commit to care and honesty to grow a relationship of trust with your CDO.

    3. The Diversity Leader relies on influence partners

    The critical context for executive success is peer relationship quality, especially for Black DEI leaders. If trust is “the making and keeping of promises over time and across differences,” and accountability is “behaving in ways that grow trust,” then it is no surprise that diversity leaders of every identity thrive when surrounded by high-trust relationships with their peers in senior leadership.

    You know you’re an influence partner for your CDO when you’re asking yourself two questions: How can I follow their expertise and leadership to become a more effective and inclusive leader myself? In what other ways am I supporting her success?

    One of my favorite metrics, especially if you are a black CDO, is the number of executives influence partners you enjoy.

    Related: 7 Ways Leaders Can Level Up Their DEI Workplace Strategy

    4. The Diversity Leader is disciplined about self-care and leads with an authentic voice

    I’m speaking directly to Diversity Leaders here: You know it’s going well when you’re not struggling to care for yourself, and people are listening to you. You succeed when work is not overwhelming, your voice and agency are growing, and your self-doubt finds little traction. Personal renewal is a challenge for every senior leader — for every adult human, for that matter — and the amount of energy you are spending to remember to care for yourself and then doing so is an excellent indicator of your efficacy as a DEI leader.

    To those who serve as an influence partner to a Black CDO in particular, I offer this: attend to their wellness as friends and colleagues. Are they taking vacations? Are they working 60 or more hours every week? Do you regularly hear them laugh? Are their teams hitting deadlines and generating good ideas? The pandemic is teaching us to lead with genuine empathy, and diversity leaders in your organization deserve as much honest care as you can.

    Related: Self-Care for Small Business Owners and Entrepreneurs

    The senior diversity leader in your firm, and their team, embody and lead the organization’s commitment to DEI as a strategy to dramatically grow the company’s performance and character. If you’re in such a role, dial into your success factors, and deprioritize everything else. To focus like this, secure the support from those above you and a growing circle of your influence partners. And if you are a peer to a Chief Diversity Officer, you can play a key role in her success.

    When diversity executives thrive, the DEI initiative produces results for the business. So we need our CDOs to succeed. Each one of us can help that happen.

    Related: 5 Examples of Unconscious Bias at Work and How to Solve Them

    Chuck H. Shelton

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  • 3 Difficult Personalities That Are Great Hires

    3 Difficult Personalities That Are Great Hires

    Opinions expressed by Entrepreneur contributors are their own.

    The concept of personality types, temperaments and working styles has been foundational in organizational behavior for years. As entrepreneurs or managers, we frequently assess personality to determine ideal team composition and workflows. While toxic personalities certainly exist, many others that seem difficult can offer severe advantages to start-up organizations. Oppositionality, non-conformity, perfectionism and the fickleness that often accompanies abstract thinking should not be deal-breaking traits.

    As a founder, I tend to have strong opinions about the working styles and personalities of those I consider creative, resourceful and hard-working people. At the same time, certain characters tend to clash within small teams, creating a challenging work environment. However, hiring managers can quickly write off people who are “difficult” as toxic — which can cost a startup its competitive edge. I, for one, appreciate the contributions that seemingly “difficult” people make. Here are three challenging personalities that frequently make great hires and give startup teams the edge they wouldn’t have without them.

    Related: Smart Advice for Networking With These 4 Personality Types

    1. Demanding yet artistically brilliant

    Just about any founder or CEO would appreciate a genius as part of their team, yet these rare outside-the-box thinkers can be notoriously difficult employees. They can be prickly, fiercely individualistic, anti-team players and have fragile personal lives.

    At my former design retail business, a set stylist we worked with fit the bill perfectly. Not only did he demand twice the market rate, but he also wanted my constant attention and would not allow anyone else on the team to address his concerns. That said, he successfully delivered the most beautiful sets in the most unlikely and underwhelming locations: he could turn a cave into a castle for the camera.

    In today’s ultra-competitive consumer product market, where hundreds of versions of every item are available, the differentiation of brilliant design can make or break your brand.

    Despite the obstacles, hiring a category-defying genius paid off for us. The key is to manage these individuals with empathy, awareness and appreciation for their unique contributions — while still setting the requisite boundaries for your sanity. Set your expectations that these hires will be individual contributors — not necessarily team players — and budget your time accordingly.

    Related: Are You Asking for Employee Feedback? If Not, Good Luck With Retention.

    2. Absent-minded abstract thinker

    For rational, linear thinkers who prioritize planning and organization, absent-mindedness can drive you crazy. Yet the same mental process that leads to fickleness can fuel fresh ideas and uncharted solutions.

    According to a study published in Psychological Science, mind-wandering spurs what neuroscientists call “creative incubation,” allowing a disjointed train of thought to make unlikely and uncommon connections that yield unique and creative solutions.

    Although one of the most inspired web developers I worked with often didn’t know what day of the week it was or where to find the printer he used every day, he figured out how to fashion a basic Shopify ecommerce system to deliver a fully custom site with sophisticated and unique UX features, flexible navigation and a robust backend–the likes of which even enterprise-level systems don’t often offer.

    The key to working with these absent-minded gems is to pair them with a colleague who can provide extra operational support.

    3. Problem-finding contrarian

    While working with someone forever finding problems can be discouraging and morale-crushing, a team that enthusiastically supports an unrealistic product idea is headed for failure. The right balance is hiring that smart contrarian: “Someone who looks for business practices that don’t make sense, who’s not too reliant on a small group of like-minded people, who can embrace diversity, and who’s happier on the sidelines.”

    A founder I mentored shared with me that she only hired people who showed extreme enthusiasm for her product — a scheduling app. She wanted to avoid negativity. As a result, no one on her team paused the beta launch to address a known glitch, and her app experienced a significant feature failure.

    Having that smart contrarian to call out real concerns at the right time, even if it’s not the popular or politically correct move, can help ensure problems are addressed before too many resources are invested, or larger issues ensue. While contrarians can be frustrating, they spot critical gaps others might fear speaking out about. To work effectively with contrarian personalities, practice prioritizing their observations and be prepared to translate unsolicited criticism into better ideas and more innovative solutions.

    Related: 5 Ways to Make Your Company’s Hiring Process More Fair

    The final decision

    Ultimately, you’ll need to weigh the costs and benefits of working with challenging personalities in your organization. While many demand special accommodation, buffering and hand-holding, I have found that their contributions are worth the investment.

    Marina Glazman

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  • Today’s Multigenerational Workforce Needs This Kind of Leader

    Today’s Multigenerational Workforce Needs This Kind of Leader

    Opinions expressed by Entrepreneur contributors are their own.

    The workplace continues to evolve into a more collaborative, ethical and trustworthy place for employees. Leaders must become equally diligent in earning respect from colleagues. Many workplace leaders feel that they intrinsically are owed respect from employees simply because of their position of authority. However, this thought process has led to serious problems within the workplace.

    The new generation of workers expects a culture where they are respected, nurtured and given an opportunity to grow. When this expectation is not met, turnover numbers skyrocket, and the company experiences a severe drop in productivity.

    Natural leaders want to be liked by their employees. Some leaders who take that approach face confusion and pushback about their process. Yet, these leaders enjoy a much higher retention rate than leaders who don’t share the same care and consideration for their employees. Leaders can easily earn their respect by caring for employees and their families. Consider a few ways you can earn the respect of your employees.

    Related: How to Lead a Multi-Generational Workforce in the New Normal

    Lead by example

    The best executives lead their employees by example. This includes how hard you work, the effort you put into your job how you contribute to the team overall. While you may need to step up and lead your team in a more direct way when the project calls for it, most of the time, you should lead from within the team, working alongside them.

    Additionally, giving the respect that your workers deserve is an excellent way to lead by example. Fairly treating your workers shows how much you value them. Listening to any issues or challenges they face and addressing them are also great ways to showcase your respect for them. When you treat your team well, they will, in turn, respect you.

    Make consistency a priority

    Respected leaders understand the importance of consistency. Don’t change your leadership style from day to day. Set up reasonable expectations for your employees. They should know how you handle issues and what to expect once one pops up. Build trust through consistency.

    Own up to your mistakes

    When you make a mistake, admit to it. The best leaders own their humanness and aren’t afraid to admit it to their employees. When you own up to your mistakes and do what you can to fix them, your employees will respect you for it.

    Related: 3 Ways Owning Your Mistakes Will Make You Powerful

    Seek opinions from employees & stick to your decisions

    The best leaders must find the balance between being pushovers whom their employees don’t respect and being respectful of their employees’ opinions. Your openness to your employee’s opinions shows that you’re willing to put the best ideas first, regardless of who came up with them. Be firm yet flexible, and your employees will respect you more.

    Honor your team

    Find out how your employees like to be recognized and then reward them. A reward is a powerful way to display your respect for your team, and finding out how they prefer to be rewarded deepens their respect for you.

    Listen to feedback

    Employees are naturally suspicious about offering feedback on your leadership style, which is why it’s up to you to seek and listen to feedback. Employee feedback should be scheduled, ask direct questions, and address concerns thoughtfully. This process builds respect between you and your team.

    Avoid micromanagement

    It’s important to delegate tasks and trust your employees to complete them. The key to gaining respect from your employees is to trust them. Of course, be sure to build confidence by letting your team know you’re available if they need support but avoid standing over their shoulder the entire time.

    Related: Micromanagement Is Murder: So Stop Killing Your Employees

    Build relationships

    Don’t just tell your employees that you’re there for them. Show them. When an issue arises, you should shoulder the blame for the problem instead of placing the blame on your employees. Simultaneously, if you receive praise for a project, share that with your team. A reciprocal back and forth helps you build relationships with your employees. You can strengthen this relationship by asking them about their interests, hobbies, and life outside of work. Expressing personal interests helps build trust to show they are valuable to you.

    Invest in benefits for your team

    Employers are uniquely positioned to make a difference in the lives of their employees by providing high-quality benefits. Do your research, look for the most in-demand benefits available for your team, and then invest in them.

    Encourage your employees

    Launching a new career or starting a new job can be stressful. Providing constructive feedback and encouragement to your team helps them gain confidence and ensures they know how to complete their job duties. Additionally, being transparent about what employees can expect at your company improves their experience with your company.

    Avoid creating teacher’s pets

    Playing favorites at the office is a dangerous game. Instead, show your employees the same level of support, including how you give out assignments and perks. Once employees see that you don’t play favorites and that your office is a level playing field, they’ll develop even more trust in you.

    Related: 6 Ways Entrepreneurs Can Be Better Teachers

    Minimize stress

    Reduce the stress your team members feel in a couple of ways. First, find ways to create a more peaceful work environment by extending deadlines or providing extra support for them when possible. Second, you can invest in mental health counseling to ensure your employees have the resources to reduce stress.

    Build leadership skills for a new generation

    You don’t have to agree with every opinion in this article, but you should consider how your leadership role fits within the expectations held by the new generation of workers. Simply working on your listening and communication skills will have a powerful effect on your team. Put your employees at the center of your business, and watch it thrive.

    Even minor adjustments will make your business a more attractive place to work, reducing turnover ratios in the process. Keep your business moving in the right direction by becoming the leader your employees deserve.

    Larry Jones

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  • Employees Are Happier in The Office? More Research Suggests Otherwise.

    Employees Are Happier in The Office? More Research Suggests Otherwise.

    Opinions expressed by Entrepreneur contributors are their own.

    They say remote and hybrid work is bad for employee mental wellbeing and leads to a sense of social isolation, meaninglessness and lack of work-life boundaries. So, we should all go back to office-centric work — or so many traditionalist business leaders and gurus would have us believe.

    For example, Malcolm Gladwell said there is a “core psychological truth, which is we want you to have a feeling of belonging and to feel necessary… I know it’s a hassle to come into the office, but if you’re just sitting in your pajamas in your bedroom, is that the work-life you want to live?”

    These office-centric traditionalists back up their claims by referencing a number of prominent articles and studies about the dangers of remote work for mental wellbeing. For example, an article in The Atlantic claimed that “aggravation from commuting is no match for the misery of loneliness.” A study by the American Psychiatric Association reported that over two-thirds of employees who work from home at least part of the time had trouble getting away from work at the end of the day. And another article discussed how remote work can exacerbate stress.

    Related: So Your Employees Don’t Want to Come Back to the Office. Here’s How to Create Purpose and Culture in Remote Teams

    The trouble with such articles (and studies) stems from a sneaky misdirection. They decry the negative impact of remote and hybrid work on wellbeing, yet they gloss over the damage to wellbeing caused by the alternative, namely office-centric work. That means the frustration of a long commute to the office, sitting at your desk in an often-uncomfortable and oppressive open office for 8 hours, having a sad desk lunch and unhealthy snacks and then even more frustration commuting back home.

    So what happens when we compare apples to apples? That’s when we need to hear from the horse’s mouth: namely, surveys of employees themselves who experienced both in-office work before the pandemic and hybrid and remote work after Covid-19 struck.

    Consider a 2022 survey by Cisco of 28,000 full-time employees around the globe. 78% of respondents say remote and hybrid work improved their overall wellbeing. And 79% of respondents felt that working remotely improved their work-life balance. 74% report that working from home improved their family relationships, and 51% strengthened their friendships, addressing concerns about isolation. 82% say the ability to work from anywhere has made them happier, and 55% say that such work decreased their stress levels.

    Other surveys back up Cisco’s findings. For example, a 2022 Future Forum survey compared knowledge workers who worked full-time in the office, in a hybrid modality, and fully remote. It found that full-time in-office workers felt least satisfied with work-life balance, hybrid workers were in the middle and fully remote workers felt most satisfied. The same distribution applied to questions about stress and/or anxiety. According to a late 2022 Gallup survey, among workers who could work fully remotely, those who were fully office-centric had rates of burnout at 35% and engagement at 30%. By contrast, 37% of hybrid workers were engaged and 30% were burnt out, while for remote workers, the percentage for engagement was 37% and burnout at 27%. That further belies the myth about remote work burnout.

    Related: Why You Should Rethink That Return-to-Office Mandate

    Academic peer-reviewed research provides further support. Consider a 2022 study published in the International Journal of Environmental Research and Public Health of bank workers who worked on the same tasks of advising customers either remotely or in person. It found that fully remote workers experienced higher meaningfulness, self-actualization, happiness and commitment than in-person workers. Another study, published by the National Bureau of Economic Research, reported that hybrid workers, compared to office-centric ones, experienced higher satisfaction with work and had 35% better retention.

    What about the supposed burnout crisis associated with remote work? Indeed, burnout is a concern. A survey by Deloitte finds that 77% of workers experienced burnout at their current job. A survey by Gallup came up with a slightly lower number of 67%. Clearly, it’s a problem, but guess what? Both of those surveys are from 2018, long before the era of widespread remote work.

    By contrast, an April 2021 McKinsey survey found that 54% of those in the U.S., and 49% of those globally, reported feeling burnout. A September 2021 survey by The Hartford reported 61% burnout. Given that we had much more fully remote or hybrid work in the pandemic, arguably full or part-time remote opportunities decreased burnout, not increased it. Indeed, that finding aligns with the earlier surveys and peer-reviewed research suggesting remote and hybrid work improves wellbeing.

    Still, burnout is a real problem for hybrid and remote workers, as it is for in-office workers. Employers need to offer mental health benefits with fully remote options to help employees address these challenges.

    Moreover, while overall being better for wellbeing, remote and hybrid work does have specific disadvantages around work-life separation. To address work-life issues, I advise my clients, who I helped make the transition to hybrid and remote work, to establish norms and policies focused on clear expectations and setting boundaries.

    Related: It Might be a Company-Ending Mistake to Go Back to the Office

    Some people expect their Slack or Microsoft Teams messages to be answered within an hour, while others check Slack once a day. Some believe email requires a response within three hours, and others feel three days is fine.

    As a result of such uncertainty and lack of clarity about what’s appropriate, too many people feel uncomfortable disconnecting and not replying to messages or doing work tasks after hours. That might stem from a fear of not meeting their boss’s expectations or not wanting to let their colleagues down.

    To solve this problem, companies need to establish and incentivize clear expectations and boundaries. Develop policies and norms around response times for different channels of communication and clarify the work/life boundaries for your employees.

    Let me clarify: by work-life boundaries, I’m not necessarily saying employees should never work outside the regular work hours established for that employee. But you might create an expectation that it happens no more often than once a week, barring an emergency.

    By setting clear expectations and boundaries, you’ll address the biggest challenge for your wellbeing for remote and hybrid work: work-life boundaries. As for other issues, the research clearly shows that overall remote and hybrid workers have better wellbeing and lower burnout than in-office workers working in the same roles.

    Gleb Tsipursky

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